To be considered, you have to broadcast.
A profile marked open to work. A CV with a recruiter. A conversation that becomes a rumour. For a sitting chief executive that disclosure reaches your board before any opportunity exists.
For C-suite leaders
You should be able to look without being seen looking.
A private exchange of board and C-suite mandates, posted by the principals who own the seats. Your evidence reaches boards the day you finish. Your name does not, until you send it.
Why this exists
So the best-placed people are the least visible.
Boards then pay a search firm to find privately what the public market has already selected against.
Here, being evidenced and being visible are separate things.
Your evidence is matched continuously. Your identity stays sealed until you release it, against one named mandate. You are considerable without being on the market.
The three steps
Finish on a Tuesday, be matchable on a Tuesday.
- Read the mandatesEvery brief is open. Judge the seat before you tell us anything.
- Open a free accountYour seat, your scale, your markets, your conflict firewall. Once, and no card.
- Apply, or let the agent runNo queue and no reviewer between you and a board. A membership lifts the daily limits and includes the assessment.
What we stand behind, and what we do not. The assessment is ours — sat under our clock, one paper each, with an integrity module that can fail a paper but never flatter one. Your career evidence is what you declare, and every board card says so in as many words. Have the four core claims checked by a person when you want the card to say more; it is an upgrade, never a wait.
Disclosure
What a board sees, and who decides.
| Layer | Who can be at it | What they see |
|---|---|---|
| Blind | Any verified board with a mandate that fits | Bands, evidence, a score and the reasoning. No name, no employer. |
| Consent | One named board, after you release it | Your identity, for that mandate only. |
| Dossier | The same board, in bounded diligence | Claims opened in stages, with an audit trail. |
Identity moves one way, one mandate at a time, and never without you. Declining is silent: the board is told you are unavailable and learns nothing else.
The four objections
My employer finds out I am looking.
You name your employer, its competitors and your investors. They are suppressed before a card exists — not filtered afterwards.
My CV ends up in a database forever.
There is no database. No directory, no export, no member list a company can browse. You are matched, never searched.
A recruiter circulates my name.
No recruiters, search firms or in-house TA on either side of this Exchange. The demand side is officers accountable for the appointment.
I will be pestered once I am in.
Matching is arithmetic, not outreach. Nothing in your corridor means nothing in your inbox.
Standing refusals
What this Exchange will not do, in any circumstance.
- No recruiters and no agencies. The demand side is company officers accountable for the appointment.
- No public directory, no bulk export, no profile a search engine can reach.
- No pay-to-rank. Membership buys assessment, credential and access, never position.
- No identity released without the holder's decision, taken one mandate at a time.
The next step
See which mandates are yours before you decide anything.
Upload your CV and we will count the live mandates that match your seat, market and sector — free, no account, and your CV is not kept.
What our members say
Careers that crossed a border quietly.
Executive member
The mandate was written the way a board actually thinks — the business, what it expected of its next CEO, and the horizon. I read it in full before anyone knew my name, and applied because it fitted. A cross-border CEO move felt considered from the outset.
Hiring leader
We needed interim finance leadership with experience beyond our home market, and no time for a long search. We posted the mandate on Global Board Exchange, and the applications came from finance leaders who had done the work in Asia. The brief stayed clear and the decision stayed ours.
Executive member
I wanted an advisory role where my regional expansion experience could be useful without taking on another full-time operating position. The mandate on Global Board Exchange set out board access, decision-making boundaries and the time commitment up front, which gave me a much clearer basis for choosing the opportunity before I applied.